EB Academic Staff EB Minutes

MINUTES OF THE MEETING OF THE ACADEMIC ENTERPRISE BARGAINING GROUP 1:30PM - 5:00PM, WEDNESDAY 6 SEPTEMBER 2000 EUSTACE SIMPSON ROOM - BOOLOOMINBAH Present: Sue Johnston (Director TLC) Mary Notestine, NTEU Representative Alan Cumming, PVC (Academic) Rhonda Forrest, NTEU Representative Adrian Ryan (NTEU State Secretary) Jenny McParlane, NTEU Representative Tim Battin, NTEU Representative Rebecca Wood as Academic EB Secretary Meeting opened at 1:35 pm Alan Cumming took the role of chair ITEM 1: APOLOGIES Chris Burrell, Industrial Relations Officer Rod Gerber, Dean, FEHPS Chris Serow, Manager, IR & WC Graeme Dennehy, Executive Director (Business and Administration) ITEM 2: BUSINESS ARISING FROM THE MINUTES OF 30 AUGUST 2000 Rod Gerber advised the secretary of the following changes before the meeting: 12.3.1 Equity - After the last paragraph the following is to be inserted - Staff will normally be required to teach no more than two trimesters in succession. Teaching for research only staff should be kept to a minimum. Responsiveness - After the last paragraph the following is to be inserted - The number of units taught, the amount of research conducted and the associated professional/service work completed by individual academic staff will be negotiated annually with their supervisor. Rod also advised that Monitoring of Academic Workload will be considered when the Workplace Reform Guidelines have been completed. 3.1UNE Revised Log Of Claims Of 9 August 2000 -NTEU Response The parties agreed to go through these clauses and hear the NTEU's requests. Clause 15.2 Flexible Teaching Year It was agreed that this clause would be left until the Workload Principles could be taken into account. Clause 20 - Salaries and Contingent Increases More Discussion is requested. Clause 24 - Salary Points within a Classification NTEU are concerned that 24.1.2 reads that staff must fulfil all dot points. The wording should be changed to clarify this matter. Last dot point seems to have been pulled from the general staff agreement and is not suitable for academic staff. The NTEU also advised points 24.1.1, 3, 4, 5 &6 seem contradictory but agree with 24.1.6. Seems to be lifted from General Staff again. 24.1.6 seems to be a very cumbersome procedure. Clause 26 - Superannuation Adrian and Chris to have discussions. Clause 27 - Categories of Employment Chris has indicated that this incorporates HECE. NTEU would like to get Adrian to check along with Chris. Clause 28 - Goal Setting and Performance Review This clause seems to be linked to general staff again. Suggested we look at performance appraisal from last EB Chris Serow to supply NTEU with this information. Clause 29 - Probation 29.2 doesn't seem appropriate in relation to 29.1 and 29.3. The NTEU are also concerned there could be equity concerns. Clause 30 - Promotion 30.2 - The NTEU are concerned there could be problems with only being able to seek promotion every two years. 30.4 - The NTEU asked should this really depend on the financial situation. Clause 37 - Long Service Leave 37.1.2 - The NTEU requested information concerning those staff who have had broken periods and then come in after certification. 37.2.1 -In the second line it reads - may be entitled - the NTEU suggest - shall be entitled to, 37.2.2 - The NTEU requested information on how this relate to accumulation. They also suggested the last paragraph should read from their log of claims as the halving of this time is a serious problem. 37.2.2(a) should be 12 months Clause 38.7 - Sick Leave (Workers Compensation) 38.7.3 - The NTEU are concerned with how fast claims are processed, they would like some evidence to show how fast they are currently being processed. Clause 44 - Transfers The NTEU requested an explanation of 44.1 and UNE advised that it can be appropriate for some staff. The NTEU stated that there needs to be some safe guards. Maybe put in - at the option of the staff member. Clause 45 - Resignation The NTEU advised that this may not be acceptable to someone on a fixed term contract Clause 46 - Termination of Employment The NTEU requested information on where and when 46.1 would apply. Clause 47 - Absence from Employment UNE advised that this has been put in at the request of Academics and Heads of Schools. The NTEU requested some clarification on 47.1. Does absent from work mean absent from UNE. The NTEU also requested information on what is an acceptable explanation. Clause 48 - Retrenchment The NTEU advised that this clause has major problems Clause 50 - Recovery of Debts The NTEU advised that this is a new clause and they haven't had time to discuss. Clause 52 - Performance Recognition and Feedback The NTEU suggested this clause needs to be discussed in relation to clauses 24 and 28. Clause 53.2.5 - Procedures to Improve Unsatisfactory Performance (Definition of Unsatisfactory Performance) The NTEU advised that this clause could be used in a negative way if we don't set up guidelines. Clause 54.2.6 - Misconduct and Serious Misconduct Procedures (definition of misconduct) The NTEU requested the dot points be clarified. Clause 54.2.7 - Misconduct and Serious Misconduct Procedures (definition of serious misconduct) The NTEU advised that they have not discussed this clause at this time. Clause 55 - Procedures for settling grievances The NTEU advised that this clause seems to be lifted straight from General Staff. Clause 56 - Industrial Dispute settling procedures The NTEU advised that this clause seems to be lifted straight from General Staff. Clause 58 - application of workplace relations act 1996 The NTEU suggested that this needs a lot of work. They also questioned why do we need this much detail. Other items raised by NTEU to be discussed include: · Moral & Intellectual Property Rights and Academic Freedom and, · Voluntary retirement. Implementation committee and study leave Job security or no job loss ITEM 4: OTHER BUSINESS There was no other business. ITEM 5: SUMMARY OF MEETING 1. The NTEU advised management of issues related to individual clauses and additional clauses which may need to be included into the agreement.

Maintained by Industrial Relations & Workplace Change. © 1999 University of New England, Armidale, NSW 2351. Last revised: 9 October 2000 Email:rwood@metz.une.edu.au